Communication on Progress

Participant
Published
  • 04-Mar-2021
Time period
  • March 2020  –  March 2021
Format
  • Stand alone document – Basic COP Template
Differentiation Level
  • This COP qualifies for the Global Compact Active level
Self-assessment
  • Includes a CEO statement of continued support for the UN Global Compact and its ten principles
  • Description of actions or relevant policies related to Human Rights
  • Description of actions or relevant policies related to Labour
  • Description of actions or relevant policies related to Environment
  • Description of actions or relevant policies related to Anti-Corruption
  • Includes a measurement of outcomes
 
  • Statement of continued support by the Chief Executive Officer
  • Statement of the company's chief executive (CEO or equivalent) expressing continued support for the Global Compact and renewing the company's ongoing commitment to the initiative and its principles.

  • To our stakeholders:
    I am pleased to confirm that MEDIAGENIX reaffirms its support of the Ten Principles of the United Nations Global Compact in the areas of Human Rights, Labour, Environment, and Anti-Corruption.

    In this annual Communication on Progress, we describe the actions we took to continuously improve the integration of the Global Compact and its principles into our business strategy, culture, and daily operations. We also commit to sharing this information with our stakeholders using our primary channels of communication.

    2020 was an exceptional year with the pandemic accelerating change in an already fast-paced and globalized media landscape. During these times of social distancing, television and streaming services played a key part in informing, connecting, and entertaining audiences across the globe who had to stay at home and could not come together and attend events. In the meantime, new technologies have lowered the threshold for other (new) local players, which makes it possible to share content with targeted audiences through an even broader range of platforms and devices. We see it as our purpose to make memorable media experiences happen by co-creating and co-innovating with our clients worldwide – big and small - in a spirit of trust, respect, and openness. Therefore, we are proud to play an important, enabling role in that process.

    As an organization, we are continuously evolving to meet new challenges and anticipate how people will work and live in a post-pandemic world.

    To substantially reduce the need for traveling, we are now building a professional studio at our head office for remote meetings, demos, workshops, and webinars. Our clients, prospects, and partners can rest assured to receive the same level of professional and personal guidance as pre-pandemic.

    During COVID-19 our entire staff has been working from home, except for cases where there is a clear business need. However, this was not a shock to our system as remote collaboration was already installed at our company to reduce unnecessary travels and time lost in traffic. After the pandemic, we intend to implement an activity-based working system. This new way of collaborating will enable our employees to work from the place that is best suited for the task at hand, which is not necessarily the office.

    With this new way of working, we will encounter new challenges. As a team, we will combine our spirit of cooperation and collective responsibility with effective decision-making.
    Our horizontal organization allows employees to set their own career paths based on self-leadership, knowledge sharing, and mutual respect.
    By encouraging this diversity and inclusivity, we are sure to benefit from each other's growth.
    Sincerely yours,

    Fabrice Maquignon
    CEO

Human Rights
  • Assessment, policy and goals
  • Description of the relevance of human rights for the company (i.e. human rights risk-assessment). Description of policies, public commitments and company goals on Human Rights.

  • MEDIAGENIX upholds the human rights of workers and treats them with dignity and respect as understood by the UN Global Compact Principles 1,2,3,4,5 and 6.
    MEDIAGENIX acknowledges and respects the principles of freedom and association, and the right to collective bargaining of its employees.
    MEDIAGENIX supports diversity and employment equity.

  • Implementation
  • Description of concrete actions to implement Human Rights policies, address Human Rights risks and respond to Human Rights violations.

  • Human resource policies and procedures supporting Human Rights
    All MEDIAGENIX employees were able to benefit from teleworking during the COVID-19 crisis period, on the condition it’s possible for their job function.

  • Measurement of outcomes
  • Description of how the company monitors and evaluates performance.

  • absence of legal conflicts

Labour
  • Assessment, policy and goals
  • Description of the relevance of labour rights for the company (i.e. labour rights-related risks and opportunities). Description of written policies, public commitments and company goals on labour rights.

  • MEDIAGENIX ensures that wages, working hours, holidays, maternity protection, occupational safety and training opportunities comply with national laws and standards and part contractual benefits. Remuneration is yearly reviewed.

  • Implementation
  • Description of concrete actions taken by the company to implement labour policies, address labour risks and respond to labour violations.

  • As MEDIAGENIX is an international organization, it has a significant number of different nationalities in its workforce. MEDIAGENIX offers extensive guidance before, during and after their relocation. We make sure to comply with all applicable laws in regards with working and residence permits, and we share as much inside information as we can about their new working and living environment

    MEDIAGENIX created MPOWERED, an interactive program to ensure employee wellbeing. Every year, it offers different themes with focus on mental, physical, and social wellbeing. Some examples:
    - Yearly cycle challenge to ride as much as possible from March until September
    - Webinars & keynote speakers for example Elke Geraerts (better minds at work) and Marc Herremans (athlete & motivational speaker)
    - Company recipe book with healthy foods

    To ensure the professional and personal development of our employees, we provide personal coaching for all employees. The coaching is based on the individual development plans discussed and agreed upon during yearly performance management.

    To ensure the professional development of our employees, we organize company wide and individual training sessions throughout the year. Every employee is entitled to 10 training days a year.

    During 2020, MEDIAGENIX assessed employee experience via a PEAKON survey. We achieved 81% response rate and 83% engagement score (4% above benchmark).

    To maintain balance between working and private life, MEDIAGENIX’ employees can telework from home two days a week. Furthermore, we are developing an activity-based working system to implement when COVID-measures are lifted.

  • Measurement of outcomes
  • Description of how the company monitors and evaluates performance.

  • Even throughout the above-mentioned crisis, we achieved a 83% engagement score via the PEAKON employee experience survey.

    We managed to onboard 58 new hires 100% remotely.

Environment
  • Assessment, policy and goals
  • Description of the relevance of environmental protection for the company (i.e. environmental risks and opportunities). Description of policies, public commitments and company goals on environmental protection.

  • MEDIAGENIX’ products, such as WHATS’ON, have a low environmental impact.
    MEDIAGENIX impact on Green House emissions is low.

  • Implementation
  • Description of concrete actions to implement environmental policies, address environmental risks and respond to environmental incidents.

  • International travel is only allowed when necessary. In any other case, meetings are organized online.

    During the onboarding, every new hire of MEDIAGENIX receives a reusable bottle.

    Additionally, MEDIAGENIX installed water taps to reduce the use of plastic bottles.

    We set up digital meetings to avoid mandatory traffic to the office environments.

    We encourage our employees to commute to the office by bike by offering a biking allowance.

    A couple of years ago, we choose to move to the Business Center Brussels West in Groot-Bijgaarden (Belgium). Our move was motivated by the fact that it is a very energy-friendly building.

  • Measurement of outcomes
  • Description of how the company monitors and evaluates environmental performance.

  • Improved waste-management measures.

Anti-Corruption
  • Assessment, policy and goals
  • Description of the relevance of anti-corruption for the company (i.e. anti-corruption risk-assessment). Description of policies, public commitments and company goals on anti-corruption.

  • All Customer and Supplier contracts contain an anti-corruption clause.

  • Implementation
  • Description of concrete actions to implement anti-corruption policies, address anti-corruption risks and respond to incidents.

  • MEDIAGENIX is finalizing its Suppliers Code of Conduct, to make sure our business partners are in compliance with all governing anti-corruption laws.

  • Measurement of outcomes
  • Description of how the company monitors and evaluates anti-corruption performance.

  • Absence of legal cases